Friday, June 24, 2016

Sheryl Sandberg on the Myth of the Catty Woman



Sheryl Sandberg on the Myth of the Catty Woman
By SHERYL SANDBERG and ADAM GRANT  
JUNE 23, 2016
LINK:
http://nyti.ms/28PIgmR 
 AT the 2014 Winter Olympic Games, the Norwegian cross-country skier Therese Johaug was vying for her first individual gold medal. Fresh off a world championship in the 10-kilometer race, she was now competing in the 30- kilometer. More than a grueling hour later, Ms. Johaug landed the silver, finishing less than three seconds behind the gold medalist — her training partner, Marit Bjorgen.

The two Norwegians are the top two female cross-country skiers in the world and fierce competitors. Instead of being bitter rivals, they are best friends.
Ms. Bjorgen, 36, has been the reigning queen for more than a decade. When Ms. Johaug burst onto the scene, a wunderkind eight years younger threatening to unseat her, Ms. Bjorgen took her under her wing. 

“She has given me an incredible amount of confidence,” Ms. Johaug said, “and because she has done that I have become the cross-country skier I am.” When Ms. Bjorgen announced last year that she was pregnant, Ms. Johaug joked that she was prepared to be the baby’s “spare aunt.” 

This is an extreme example of something that happens every day: women helping one another, professionally and personally. Yet the popular idea is that
women are not supportive of other women. At school, we call them “mean girls” and later, we call them “catty” or “queen bees.” (What’s the derogatory male equivalent? It doesn’t exist.) 

The biggest enemy of women, we’re warned, is a powerful woman. Queen bees refuse to help other women. If you approach one for advice, instead of opening a door, she’ll shut the door before you can even get your foot in. We’ve often heard women lower their voices and confess, “It hurts me to say this, but the worst boss I ever had was a woman.” 

But statistically that isn’t true. 

According to the queen bee theory, a female senior manager should have a more negative impact on the other women trying to climb into professional ranks. When strategy professors studied the top management of the Standard & Poor’s 1,500 companies over 20 years, they found something that seemed to support the notion. In their study, when one woman reached senior management, it was 51 percent less likely that a second woman would make it.
But the person blocking the second woman’s path wasn’t usually a queen bee; it was a male chief executive. When a woman was made chief executive, the opposite was true. In those companies, a woman had a better chance of joining senior management than when the chief executive was a man. 

In business and in government, research supports the notion that women create opportunities for women. On corporate boards, despite having stronger qualifications than men, women are less likely to be mentored — unless there’s already a woman on the board. And when women join the board, there’s a better chance that other women will rise to top executive positions. We see a similar pattern in politics: In Latin America between 1999 and 2013, female presidents appointed 24 percent more female ministers to their cabinets than the average for their region. 

Queen bees exist, but they’re far less common than we think. Women aren’t any meaner to women than men are to one another. Women are just expected to be nicer. We stereotype men as aggressive and women as kind. When women violate those stereotypes, we judge them harshly. “A man has to be Joe McCarthy to be 
called ruthless,” Marlo Thomas once lamented. “All a woman has to do is put you on hold.” 
  In one experiment, researchers asked people to read about a workplace conflict between two women, two men, or a man and a woman. The conflict was identical, but when the case study was between two women, the participants saw it as more damaging to the relationship and expected them to be more likely to quit. When men argue, it’s a healthy debate. When women argue ... meow! It’s a catfight. 

Queen bees aren’t a reason for inequality but rather a result of inequality. In the past, structural disadvantages forced women to protect their fragile turf. Some of those disadvantages persist. Research shows that in male-dominated settings, token women are more likely to worry about their standing, so they’re reluctant to advocate for other women. A talented woman presents a threat if there’s only one seat for a woman at the table. A marginally qualified woman poses a different type of threat: “Hiring you will make me look bad.” 

This behavior isn’t inherently female. It’s a natural way we react to discrimination when we belong to a nondominant group. Fearing that their group isn’t valued, some members distance themselves from their own kind. They internalize cultural biases and avoid affiliating with groups that are seen as having low status. 

As more women advance in the workplace, queen bees will go the way of the fax machine. One survey of high-potential leaders involved in mentoring showed that women were mentored by 73 percent of the women but only 30 percent of the men. And 65 percent of high-potential women who received support paid it forward by mentoring others, compared with only 56 percent of men. There is even evidence that there are concrete benefits to supporting others: Research reveals that when women negotiate on behalf of other women on their team, they are able to boost their own salaries, too. 

Yet women can still pay a price when they advocate for other women. In a recent study of more than 300 executives, when men promoted diversity, they received slightly higher performance ratings. They were good guys who cared about breaking down the old boys’ network. When female executives promoted diversity, they were punished with significantly lower performance ratings. They were 

perceived as nepotistic — trying to advantage their own group.
The same findings held true for race. White leaders got credit for championing diversity, while nonwhite leaders were penalized for it. And in a controlled experiment on hiring decisions, male leaders were not penalized for choosing a woman or nonwhite candidate over an equally qualified white man. But when female and nonwhite leaders chose the same diversity candidate, they were rated as 10 percent less effective. 

It’s time to stop punishing women and minorities for promoting diversity. In the meantime, there are many ways that women can help one another without hurting themselves. There’s no penalty for women mentoring women — and when they do, they’re more likely to be seen by their protégés as role models. They share advice about how to break glass ceilings and escape sticky floors, which helps the group and costs them nothing but time. When a woman’s accomplishments are overlooked, other women can celebrate them, showing that they care and giving public credit where it’s due. 

And it’s time for all of us to stop judging the same behavior more harshly when it comes from a woman rather than a man. Women can disagree — even compete — and still have one another’s backs. 

Therese Johaug and Marit Bjorgen are competitors in each individual race; only one can win. But in the long run, training together has made them both stronger. As teammates in Sochi, they won three golds, a silver and a bronze for Norway. When a woman helps another woman, they both benefit. And when women celebrate one another’s accomplishments, we’re all lifted up. 

Sheryl Sandberg is the chief operating officer of Facebook and the founder of LeanIn.Org. Adam Grant is a professor at the University of Pennsylvania, a contributing opinion writer, and the author of Originals

Follow The New York Times Opinion section on Facebook and Twitter (@NYTOpinion), and sign up for the Opinion Today newsletter

A version of this op-ed appears in print on June 26, 2016, on page SR3 of the New York edition with the headline: The Myth of the Catty Woman.

LINK:
http://nyti.ms/28PIgmR

Wednesday, June 1, 2016

GOTV for Janice Reznick #TeamJanice

Our journey together on Janice’s campaign is not over.  We have ONE week to go until Election Day and we still need you on our team.  This week is crucial for connecting with our voters in the district and reminding everyone how important their VOTE is to electing Janice to the State Senate.

You have all been outstanding supporters, whether with your time or treasure and we would not have come this far without your support.  Please help us cross the finish line victoriously on June 7th.

Here’s how you can help:
Join us at the campaign office to GOTV – Get Out The VOTE by making phone calls to voters! 
The campaign office is open every day from 9:00am until 9:00pm through Election Day on June 7th.  Please sign up online or call the office to schedule your time to help us reach voters.  Contact information is below.

And during this final week we’re making one last push to encourage contributions to keep our momentum and campaign plan moving forward.  Please consider making one last DONATION to get us through to the finish line.

From all of us on #TeamJanice, thank you for your tireless efforts and support.

Onward to Election Day,

Robyn Ritter Simon
Finance Chair

DONATE!
RSVP: http://janice2016.com/election-week/

GOTV For Hillary on June 7



Phone Bank Sign Up
https://www.hillaryclinton.com/events/search/?query=90049

MAKING GOTV CALLS  

DONATE
If you can Donate, please use link – any amount $5, $10, $25, $50 and up will help us help Hillary run the campaign she needs to win.  Every dollar helps!  

GOTV in CD37
GOTV  efforts in CD37 will take place from June 4 to June 7.  This is going to be a really fun time - lots of canvassing, phone banking, and contact with other voters to gear up for primary day.  The CD37 team will be operating out of the Westchester office all day (9am-9pm) each day. To RSVP & for address details, please email CD37VolunteersforHillary@gmail.com, or reach out through the Facebook group here.

Apply to join the Hillary for America team!
The campaign is seeking Organizers to work in neighborhoods and communities to engage voters and work to elect Hillary Clinton! Click here for more information and to apply.

Thursday, May 12, 2016

"If women’s wallets could talk" by Betty Yee

Growing up with my four sisters, I saw my parents struggle with their laundry and dry-cleaning
business to provide for us financially. Through their tremendous sacrifice and an ethic of saving money at a young age, regardless of how small the amount, today two of my sisters are pharmacists and two others are health-care executives. My sisters and I are fortunate women who were able to scrape by with scholarships, grants, loans, and work to put ourselves through college. Yet we know many others do not have the ability to attain financial security today because of gender inequalities.

Despite a stubborn pay disparity and an often unbreakable glass ceiling, women are driving the world’s economy. Women control 70 percent of global consumer spending, and 75 percent of women identify themselves as the primary shoppers for their households. A record 40 percent of American households now have women serving as the primary or sole breadwinners. How can women harness this consumer spending power and use it to attain financial security, especially when it is needed most, in retirement?

The majority of American women are facing a retirement security crisis. Women on average save about 7 percent of pay. Of lower-income retirees in California, 70 percent are women. Women age 65 and older living in poverty outnumber men by more than two to one. Adding to the money crunch, women at age 65 are expected to live another 19 years – three years longer than men. Single women face a greater hurdle without the added financial support of a dual-income household to pay living expenses and the cost of raising children. These sobering statistics should come as no surprise because retirement benefits are based on the accumulation of lifetime earnings.

The gender pay gap in California stands at 84 percent. A new report found that rather than the gradual improvement we have seen in the past, the gender pay gap is widening. Another reason for the disparity: more women are employed part-time and work for smaller employers less likely to offer pensions or employer-sponsored retirement plans. Closing the pay gap would not only help fund women’s retirement but would increase pay into Social Security, potentially ensuring everyone’s retirement security in the long run. ...

Read more: 
http://www.fresnobee.com/opinion/opn-columns-blogs/article76189957.html

Thursday, May 5, 2016

GOTV for Hillary - May 2016

We need make sure we help our members there get out the vote for Hillary!!  There are still upcoming contests and we need everyone to put aside time to CALL CALL CALL or travel if you possibly can! Anything you can do to help get out the vote will be critically important in winning more delegates to put Hillary and the Democratic Party in the strongest position possible at the convention in Philadelphia! 


MAKING CALLS:     
You can call using the link: https://www.hillaryclinton.com/grassroots/make-calls/      

TRAVEL:
If you are able to travel in May, please fill out this form and someone from the campaign will be in touch to help you coordinate your plans.

DONATE:
If you can donate, please use our link – any amount $5, $10, $25, $50 and up will help us help Hillary run the campaign she needs to win.    

Here is the remaining calendar for the Democratic primaries:   

May 10
West Virginia

May 17
Kentucky (D)
Oregon

Jun 3
Indiana

Jun 7
California
Montana
New Jersey
New Mexico
North Dakota (D)
South Dakota

Jun 14
District of Columbia (D)

http://www.nwpclawestside.org/Hillary.html
NEED MORE INFORMATION? CONTACT BOARD MEMBER BARBI APPELQUIST

Barbi.Appelquist@gmail.com 

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